Second Level Policies

Policies

Our Mission Statement

We, in Greenhills College, are committed to providing a comprehensive integrated education that will enable each individual to fulfil his/her potential in a positive, caring, respectful, learning environment where skills and attitudes for life-long learning are developed. We will promote equality, innovation and partnership in the delivery of our services.

Aims and Objectives

  • To foster the growth of the students of the College morally, socially, academically, emotionally and physically regardless of their social background, education achievements or intellectual ability.
  • To educate students from all religious and cultural backgrounds.
  • To provide a comprehensive curriculum to assist each student to make the most of their talents, skills and abilities.
  • To operate the College as a partnership between the staff, students, parents and the wider community in accordance with the Education Act 1998 and the Education Welfare Act 2000.
  • We aim to establish an inclusive work environment free from discrimination in accordance with the Equal Status Act 2000.
Admissions Policy 2022/2023

To view a copy of the Greenhills Community College Admissions Policy 2020/2021, please click here.

Admissions Policy 2021/2022

To view a copy of the Greenhills Community College Admissions Policy 2020/2021, please click here.

Admissions Notice 2021/2022

To view a copy of the Greenhills Community College Admissions Notice 2020/2021, please click here.

Anti-Bullying Policy

To view a copy of the Greenhills Community College Anti-Bullying Policy, please click here.

Assessment and Reporting

To view a copy of the Greenhills Community College Assessment and Reporting Policy, please click here.

Attendance Strategy

To view a copy of the Greenhills Community College Attendance Strategy Policy, please click here.

Code of Behaviour 2021/2022

To view our code of behaviour click here.

Critical Incident Policy 2019/2020

To view a copy of the Greenhills Community College Critical Incident Policy, please click here.

DEIS Plan

To view a copy of the Greenhills Community College DEIS Plan, please click here.

Digital Learning Policy

To view a copy of the Greenhills Community College Digital Learning Policy, please click here.

Dignity and Respect at Work Charter 2017

1.       PURPOSE

 

The purpose of the policy is to demonstrate DDLETB’s commitment to implementing and promoting measures to protect the dignity of employees and to encourage respect for others at work.  This is done by creating a work environment free from discrimination, harassment, racism, sexual harassment, bullying and disrespectful behaviour by dealing effectively with any complaints of such conduct, and also by welcoming diversity and promoting employment equality.

 

This policy is to give practical guidance to staff on:

  • what is meant by discrimination, harassment, sexual harassment, bullying and disrespectful behaviour;
  • how this unacceptable behaviour may be deterred;
  • how to raise the awareness of management and staff to the identification of the potential for this form of unacceptable behaviour;
  • what steps to take if it does occur to ensure that adequate procedures are readily available to deal with the problem, to ensure that all parties, complainant and respondent, are treated fairly in resolving the problem and to prevent any recurrence.

 

It is important to note that while DDLETB cannot guarantee confidentiality, it will make every effort to ensure that everyone involved while a complaint of harassment, sexual harassment or bullying is being investigated observes it.

 

Where it is necessary to interview witnesses as part of an investigation they will be expected to respect the privacy of the parties involved by refraining from discussing the allegations with other work colleagues or persons outside of the organisation. 

 

Nothing in this policy overrules a person’s legal and statutory rights.

 

It is the objective of this policy is to set out DDLETB’s policy and procedures in relation to harassment, sexual harassment and bullying and outlines the procedure to be followed if any member of staff feels that they have been subjected to harassment. 

 

 

 

2.       SCOPE

 

This policy applies to all employees, contractors, customers, suppliers and visitors to the workplace.  This policy applies during normal working time in the ETB’s premises and also at work related social events, business trips and other work related activities such as training courses or conferences, whether they take place on the ETB’s premises or not, and whether or not they take place during normal working hours.

 

3.       EQUALITY & DIVERSITY POLICY

 

DDLETB is committed to equal opportunity of employment and all employment policies, procedures and practices will be based on merit, qualifications and abilities.  Employment and recruitment practices will not be influenced or affected by an employee’s race, colour, religion, sex, marital status, nationality, family status, sexual orientation, disability, age or membership of the Traveller community.  Implied in the DDLETB’s contracts of employment is a commitment to equal pay for equal work.  Likewise, in selecting service providers, none of the grounds listed above will be used as the basis for any decision.

 

DDLETB promotes and supports the right to dignity at work.  All who work in DDLETB are treated equally and respected for their individuality and diversity.  DDLETB will not tolerate discrimination, bullying, sexual harassment, harassment or disrespectful behaviour by one employee or group of employees against another or others for any reason.  Lack of respect may be shown in words, conduct, acts or demeanour.  The ETB promotes a workplace culture of dignity, respect and openness to diversity which should be reflected in the actions and behaviour of all employees.  Where this occurs it is regarded as contravening the values of the ETB and as such will be treated as a serious disciplinary matter. 

 

3.1     Discrimination

 

Discrimination is defined as the treatment of a person in a less favourable way than another person is, has or would have been treated, on any of the nine grounds listed below.  Discrimination is also taken to have occurred where one of the nine grounds is imputed to a person, or where a person who is associated with another is treated less favourably than another person would have been by virtue of that association.

 

DDLETB values the contribution of all employees and requires every employee to refrain from any type of behaviour which may be interpreted as offending, harassing or discriminating against another/other employees.  While not restricted to the grounds listed below, the policy prevents any form of discrimination based on the following:

 

  • Gender
  • Marital status
  • Family status
  • Sexual orientation
  • Religious belief or lack of religious belief
  • Age (16+)
  • Disability or the nature of disability
  • Race, colour, nationality or ethnic or national origins
  • Membership or non-membership of the Traveller community.

 

3.2       Harassment

The Employment Equality Acts, 1998 and 2004 expressly prohibits harassment.  Harassment is defined as any form of unwanted conduct related to any of the nine discriminatory grounds, being conduct which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment. 

 

Harassment may be explicit or implicit; it may be a single incident or occur over a period of time.  It may be directed at an individual or at a group.  In defining and identifying harassment it is the effect of the behaviour that is relevant not the intent.  It is the impact of the behaviour on the person affected that determines whether harassment has occurred.

 

Such conduct may include spoken words, gestures or the production, display or circulation of written words, pictures or other material, if the action or conduct is unwelcome to the employee and is deemed to be offensive, humiliating or intimidating.  Examples of harassment include the following:

 

Verbal Harassment

  • jokes, comments, ridicule or songs

 

Written Harassment

  • faxes, text messages, emails or notices

 

Non-Verbal/Visual Harassment

  • jostling, shoving or any form of assault;
  • gestures, posturing or threatening poses;
  • visual displays such as posters, emblems or badges;
  • isolation or exclusion from workplace social activities;
  • pressure to behave in a manner that the employee thinks is inappropriate, e.g. being required to dress in a manner unsuited or a person’s ethnic or religious background.

 

3.3     Sexual Harassment

Sexual harassment is prohibited by the Employment Equality Acts, 1998 and 2004.  Sexual harassment is defined as conduct of a sexual nature which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment. 

 

Such conduct may take the form of unwanted verbal, non-verbal or physical conduct of a sexual nature.  This may include acts of physical intimacy, any request for sexual favours, or any other act or conduct including spoken words, gestures, or the production, display or circulation of written words, pictures or other material that is unwelcome and regarded as sexually offensive, humiliating or intimidating.

 

Forms of Sexual Harassment

Many forms of behaviour can constitute sexual harassment and a single incident may constitute sexual harassment.  The following is a listing of potential forms of sexual harassment, which is not exhaustive:

 

Verbal Harassment

  • unwelcome sexual advances, propositions, or pressure for sexual activity;
  • unwelcome pressure for social contact;
  • sexually suggestive jokes, remarks or innuendoes.

 

Physical Harassment

  • unwelcome physical contact such as groping, pinching, patting, unnecessary touching or brushing against another person’s body;
  • indecent exposure;
  • unwelcome fondling or kissing;
  • sexual assault or rape.

 

Non-Verbal/Visual Harassment

  • the display of sexually suggestive or pornographic pictures and calendars, objects, written materials, emails, text messages or faxes;
  • leering, offensive gestures, whistling.

 


3.4       Bullying

 

All forms of bullying is prohibited.  Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work.  An isolated incident of the behaviour described in this definition may be an affront to dignity at work but, as a once off incident, is not considered to be bullying. 

 

Forms of Bullying

Bullying occurs in many guises and reveals itself through obvious and direct methods as well as in less direct and subtle forms.  Bullying may manifest itself across the organisational and management structure.  It can occur within peer groups (staff on the same grade), from management to staff and from staff to management.  Bullying may be categorised in a number of forms including behaviour that may:

 

  • Humiliate: Preventing a colleague from speaking by using aggressive and/or obscene language, sneering or ridicule including horseplay or practical jokes, and criticising their efforts often in front of others;
  • Intimidate: physical abuse or threats of abuse, open aggression, threats, staring, shouting abuse or obscenities;
  • Verbal abuse: persistent unwarranted criticism;
  • Victimise: manipulation of a colleagues reputation by rumour, gossip ridicule and/or innuendo;
  • Exclude and isolate: social exclusion and isolation;
  • Intrude: through pestering, spying or stalking;
  • Manipulate the nature of work by withholding information, setting meaningless tasks, giving repeated unreasonable assignments or duties that are obviously unfavourable to one individual, giving repeated impossible deadlines or impossible tasks, or regularly taking the credit for somebody’s work, but never taking the blame when things go wrong;
  • Undermine a person’s authority.

 

3.5       Lack of Respect

Lack of respect is prohibited by the ETB.  It can be shown by direct comments, sarcasm, snide remarks, inappropriate jokes or banter towards a colleague.  It can arise where colleagues are ignored, overlooked, avoided or shunned without good reason and in a manner likely to be hurtful or disrespectful.  Jokes or comments directed at, or referred to, a colleague could be thought amusing by others but may be unpleasant, uncomfortable or hurtful to that colleague.  Respect should be shown to all colleagues.  Respect is also earned.  By showing respect to others and honouring their personal dignity, a person will earn their respect.

 

3.6       Intent

 

It is the effect of the treatment on the harassed or bullied individual, and not the intent of the alleged perpetrator, that will be taken into consideration when determining whether or not the treatment constitutes harassment, sexual harassment or bullying.

 

 

4.       EFFECTS OF HARASSMENT, SEXUAL HARASSMENT AND BULLYING

 

Harassment, sexual harassment and bullying exact a high price from employees and employers alike.  Employees can be subject to fear, stress and anxiety, which may put great strains on personal and family life.  Individuals working in a climate of fear and resentment do not perform to their capabilities.  The result is not just poor morale but increased absenteeism, higher labour turnover, reduced productivity, reduced efficiency and divided teams. 

 

 

5.       RESPONSIBILITY OF MANAGEMENT AND STAFF

 

All individuals, whether directly employed or contracted by DDLETB, have a duty and responsibility to uphold the principles of this policy.  While each employee has a responsibility to ensure that harassment, sexual harassment and bullying is prevented, Managers, Section Heads/Line Managers and Trade Union Representatives/Officials have a specific responsibility to promote the provisions of this policy.  

 

 

6.       RIGHTS OF THE PARTIES

 

This policy guarantees that all complaints will be treated seriously and agreed procedures  IVEA, TUI, ASTI, IMPAC and SIPTU – Codes of Practices for Dealing with Complaints of Sexual Harassment, Bullying and Harassment in VEC Workplaces – 1 September 2006  will be followed. 

 

An individual is free to make a complaint.  He/she will not be victimised for making a complaint.  However, if a complaint is found to be false or malicious, disciplinary action will be taken as appropriate, up to and including dismissal.

 

All parties involved will be treated with respect, and counselling may be availed of by either or both parties at any stage in the procedure.  The alleged perpetrator of harassment is entitled to representation, a fair and impartial hearing and the right to challenge a claim of harassment.  An allegation of harassment remains an allegation until it is found, following investigation, to be harassment.

 

Where an employee is found to have engaged in harassment, he/she will be subject to the disciplinary procedure and disciplinary action, as appropriate, up to and including dismissal.

 

Protection against retaliation

Retaliation is a serious violation of this policy and should be reported immediately.  Any staff member found to have retaliated against another for filing a complaint or assisting in an investigation will be subject to disciplinary action.

Health And Safety Statement

To view a copy of the Greenhills Community College Health and Safety Policy, please click here.

Mobile Phone Policy

In order to assist the college in implementing this policy, parents/guardians are asked to arrange not to contact students by mobile phone at any time during the school day, which may necessitate the student breaking the school rules. Contact may be made through the office on 01 450 7138.

  • Mobile phones must be switched off and kept out of sight during the school day. (9:00am-4:00pm), (Wed 9.00am – 1.10pm)
  • Teachers will confiscate phones if they are switched on during the school day. Phones will be returned on the production of a note from a parent/guardian produced at the end of the following day.
  • Students causing a second disruption will not have their mobile phone returned until collected by parent/guardian.
  • The use or possession of picture phones/voice recording phones while on school premises or on school related activities is strictly forbidden.
  • Personal Stereos, MP3s, iPods, Earphones, etc are not to be brought to school. These items may be confiscated if observed in the student’s possession.
  • Students found breaking this rule will have these items confiscated immediately Parents/guardians must arrange to collect them. Parents/guardians may also have to enter into an agreement with the school that the student will not bring the phone onto the premises in the future.
  • Irresponsible use of picture phones can lead to serious infringements of people’s rights. Bullying or harassment in any form, including sexual harassment involving picture phones, will be severely dealt with by the school, and the relevant authorities including the Gardai.
  • Any student found using a camera/voice recording phone may be considered, depending on the circumstances, to have committed a serious infringement, meriting sanction up to/including suspension. The Principal, in consultation with relevant staff members, will determine sanctions.
  • A condition of its return will be that the parent/guardian will display all recordings saved on the device to the school and that the school has the right to insist that all recordings of school staff, whether taken inside or outside the school premises, and all recordings of students taken inside the school premises, will be deleted before the phone is handed over.
  • Depending on the nature of content, the school reserves the right to contact relevant outside bodies to determine appropriate course of action, i.e. Gardai, Legal Advice etc.
  • Students may not contact their parents during school hours on their mobile phone, if any student has an emergency the school secretary will make the necessary phone call.
  • Greenhills College accepts no liability whatsoever in relation to theft or damage to a phone while a pupil is in school.

When a student’s mobile phone interferes with the learning environment, teacher requests the mobile phone and if not handed to the teacher immediately the student is sent to the Principal/Deputy Principal or Year-head and the appropriate action will be taken.

Relationships & Sexual Education (RSE) Policy 2020

To view a copy of the Greenhills Community College RSE Policy, please click here.

Safeguarding Statement 2019-2020

Child Safeguarding Risk Assessment:

Written Assessment of Risk of Greenhills Community College

In accordance with section 11 of the Children First Act 2015 and with the requirement of Chapter 8 of the Child Protection Procedures for Primary and Post-Primary Schools 2017, the following is the Written Risk Assessment of Greenhills Community College, Walkinstown

  1. List of school activities
  • Daily arrival and dismissal of pupils
  • Recreation breaks for pupils
  • Classroom teaching
  • One-to-one teaching
  • One-to-one counselling
  • Outdoor teaching activities
  • Sporting Activities
  • School outings
  • School trips involving overnight stay
  • School trips involving foreign travel
  • Use of toilet/changing/shower areas in schools
  • Annual Sports Day
  • Fundraising events involving pupils
  • Use of off-site facilities for school activities
  • School transport arrangements including use of bus escorts
  • Care of children with special educational needs, including intimate care where needed
  • Care of any vulnerable adult students, including intimate care where needed
  • Management of challenging behaviour amongst pupils, including appropriate use of restraint where required (training required in this area)
  • Administration of Medicine
  • Administration of First Aid
  • Curricular provision in respect of SPHE, RSE, Stay Safe
  • Prevention and dealing with bullying amongst pupils
  • Training of school personnel in child protection matters
  • Use of external personnel to supplement curriculum
  • Use of external personnel to support sports and other extra-curricular activities

Care of pupils with specific vulnerabilities/ needs such as:
  • Pupils from ethnic minorities/migrants
  • Members of the Traveller community
  • Lesbian, gay, bisexual or transgender (LGBT) children
  • Pupils perceived to be LGBT
  • Pupils of minority religious faiths
  • Children in care
  • Children on CPNS

Recruitment of school personnel including:
  • Teachers/SNA’s
  • Caretaker/Secretary/Cleaners
  • Sports coaches
  • External Tutors/Guest Speakers
  • Volunteers/Parents in school activities
  • Visitors/contractors present in school during school hours
  • Visitors/contractors present during after school activities

  • Use of Information and Communication Technology by pupils in school
  • Application of sanctions under the school’s Code of Behaviour including detention of pupils, confiscation of phones etc.
  • Students participating in work experience in the school
  • Students from the school participating in work experience elsewhere
  • Student teachers undertaking training placement in school
  • Use of video/photography/other media to record school events
  • Use of school premises by other organisation during school day
  • Breakfast club
  • Homework club/evening study
  • Art Club
  • Summer Camp
  • HSCL Personnel attending home residence of students
  • Past pupils soccer match
  • Use of mobile phones/Ipads/tablets/ by students in school
  • Use of ICT to connect with students outside of the school
  • EAL classes for parents
  1. The school has identified the following risk of harm in respect of its activities

·                     Risk of harm not being recognised by school personnel

·                     Risk of harm not being reported properly and promptly by school personnel

·                     Risk of child being harmed in the school by a member of school personnel

·                     Risk of child being harmed in the school by another child

·                     Risk of child being harmed in the school by volunteer or visitor to the school

·                     Risk of child being harmed by a member of school personnel, a member of staff of another organisation or other person while child participating in out of school activities e.g. school trip, swimming lessons 

·                     Risk of harm due to bullying of child

·                     Risk of harm due to inadequate supervision of children in school

·                     Risk of harm due to inadequate supervision of children while attending out of school activities

·                     Risk of harm due to inappropriate relationship/communications between child and another child or adult

·                     Risk of harm due to children inappropriately accessing/using computers, social media, phones and other devices while at school

·                     Risk of harm to children with SEN who have particular vulnerabilities

·                     Risk of harm to child while a child is receiving intimate care

·                     Risk of harm due to inadequate code of behaviour (work required around reasonable restraint)

·                     Risk of harm in one-to-one teaching, counselling, coaching situation

·                     Risk of harm caused by member of school personnel communicating with pupils in appropriate manner via social media, texting, digital device or other manner

·                     Risk of harm caused by member of school personnel accessing/circulating inappropriate material via social media, texting, digital device or other manner

 

  1. The school has the following procedures in place to address the risks of harm identified in this assessment -

·                      All school personnel are provided with a copy of the school’s Child Safeguarding Statement

·                     The Child Protection Procedures for Primary and Post-Primary Schools 2017 are made available to all school personnel and emailed to each member of staff.

·                     School Personnel are required to adhere to the Child Protection Procedures for Primary and Post-Primary Schools 2017 and all registered teaching staff are required to adhere to the Children First Act 2015

·                     The school implements in full the SPHE curriculum

·                     The school implements in full the Wellbeing Programme at Junior Cycle

·                     The school has an Anti-Bullying Policy which fully adheres to the requirements of the Department’s Anti-Bullying Procedures for Primary and Post-Primary Schools

·                     The school has a yard supervision rota to ensure appropriate supervision of students during, dismissal and breaks and in respect of specific areas such as toilets, changing rooms etc.

·                     The school has in place a policy and clear procedures in respect of school outings 

·                     The school has a Health and safety policy 

·                     The school adheres to the requirements of the Garda vetting legislation and relevant DES circulars in relation to recruitment and Garda vetting

·                     The school will implement a code of conduct for school personnel (teaching and non-teaching staff)

·                     The school complies with the agreed disciplinary procedures for teaching staff

·                     The school has a Special Educational Needs policy

·                     The school will develop an intimate care policy/plan in respect of students who require such care

·                     The school –

o   Has provided each member of school staff with a copy of the school’s Child Safeguarding Statement

o   Ensures all new staff  are provided with a copy of the school’s Child Safeguarding Statement

o   Encourages staff to avail of relevant training

o   Encourages board of management members to avail of relevant training

o   Maintains records of all staff and board member training

·                     The school will produce and a policy and procedures for the administration of First Aid. At present First aid is only administered by trained members of staff

·                     The school has in place a code of behaviour for pupils

·                     The school has in place an ICT policy in respect of usage of ICT by pupils

·                     The school has in place a mobile phone policy in respect of usage of mobile phones by pupils

·                     The school has in place a Critical Incident Management Plan

·                     The school has in place a Home School Liaison policy and related procedures

·                     The school has in place a policy and procedures for  the use of external persons to supplement delivery of the curriculum

·                     The school has in place a policy and clear procedures for one-to-one teaching activities

·                     The school has in place a policy and procedures for  one-to-one counselling

·                     The school has in place a policy and procedures in respect of student teacher placements

·                     The school will develop a policy and procedures in respect of students undertaking work experience in the school

·                     The school has in place a policy and procedures in respect of pupils of the school undertaking work experience in external organisations

·                     For skills encore students, the service provider must accompany the students on outings

 

 

 

Important Note:  It should be noted that risk in the context of this risk assessment is the risk of

“harm” as defined in the Children First Act 2015 and not general health and safety risk.  The definition

 of harm is set out in Chapter 4 of the Child Protection Procedures for Primary and Post- Primary

 Schools 2017

 

In undertaking this risk assessment, the board of management has endeavoured to identify as far as possible the risks of harm that are relevant to this school and to ensure that adequate procedures are in place to manage all risks identified.  While it is not possible to foresee and remove all risk of harm, the school has in place the procedures listed in this risk assessment to manage and reduce risk to the greatest possible extent.

This risk assessment has been completed by the Board of Management on 28th of February 2018.  It shall be reviewed as part of the school’s annual review of its Child Safeguarding Statement.

 

Signed _____________________________________ Date ________________

 

Chairperson, Board of Management

 

Signed _____________________________________ Date ________________

 

Principal/Secretary to the Board of Management


 

Child Safeguarding Statement

Greenhills Community College is a post-primary school providing post-primary education to pupils from First Year to Leaving Certificate Year and Further Education from QQI Level 3 to QQI level 6.

In accordance with the requirements of the Children First Act 2015, Children First: National Guidance for the Protection and Welfare of Children 2017, the Child Protection Procedures for Primary and Post Primary Schools 2017 and Tusla Guidance on the preparation of Child Safeguarding Statements, the Board of Management of Greenhills Community College has agreed the Child Safeguarding Statement set out in this document.

 

  • The Board of Management has adopted and will implement fully and without modification the Department’s Child Protection Procedures for Primary and Post Primary Schools 2017 as part of this overall Child Safeguarding Statement

 

  • The Designated Liaison Person (DLP) is             Ms Ann Bray

 

  • The Deputy Designated Liaison Person (Deputy DLP) is Ms Noirin Lannon

 

  • The Board of Management recognises that child protection and welfare considerations permeate all aspects of school life and must be reflected in all of the school’s policies, procedures, practices and activities In its policies, procedures, practices and activities, the school will adhere to the following principles of best practice in child protection and welfare:

 

The school will:

  • recognise that the protection and welfare of children is of paramount importance, regardless of all other considerations;
  • fully comply with its statutory obligations under the Children First Act 2015 and other relevant legislation relating to the protection and welfare of children;
  • fully co-operate with the relevant statutory authorities in relation to child protection and welfare matters
  • adopt safe practices to minimise the possibility of harm or accidents happening to children and protect workers from the necessity to take unnecessary risks that may leave themselves open to accusations of abuse or neglect;
  • develop a practice of openness with parents and encourage parental involvement in the education of their children; and
  • fully respect confidentiality requirements in dealing with child protection matters.

 

The school will also adhere to the above principles in relation to any adult pupil with a special vulnerability.

  • The following procedures/measures are in place:

 

  • In relation to any member of staff who is the subject of any investigation (howsoever described) in respect of any act, omission or circumstance in respect of a child attending the school, the school adheres to the relevant procedures set out in Chapter 7 of the Child Protection Procedures for Primary and Post-Primary Schools 2017 and to the relevant agreed disciplinary procedures for school staff which are published on the DES website.

 

  • In relation to the selection or recruitment of staff and their suitability to work with children, the school adheres to the statutory vetting requirements of the National Vetting Bureau (Children and Vulnerable Persons) Acts 2012 to 2016 and to the wider duty of care guidance set out in relevant Garda vetting and recruitment circulars published by the DES and available on the DES website.

 

  • In relation to the provision of information and, where necessary, instruction and training, to staff in respect of the identification of the occurrence of harm (as defined in the 2015 Act) the school-

 

  • Has provided each member of staff with a copy of the school’s Child Safeguarding Statement
  • Ensures all new staff are provided with a copy of the school’s Child Safeguarding Statement
  • Encourages staff to avail of relevant training
  • Encourages Board of Management members to avail of relevant training
  • The Board of Management maintains records of all staff and Board member training

 

  • In relation to reporting of child protection concerns to Tusla, all school personnel are required to adhere to the procedures set out in the Child Protection Procedures for Primary and Post-Primary Schools 2017, including in the case of registered teachers, those in relation to mandated reporting under the Children First Act 2015.

 

  • In this school the Board has appointed the above named DLP as the “relevant person” (as defined in the Children First Act 2015) to be the first point of contact in respect of the s child safeguarding statement.

 

  • All registered teachers employed by the school are mandated persons under the Children First Act 2015.

 

  • In accordance with the Children First Act 2015, the Board has carried out an assessment of any potential for harm to a child while attending the school or participating in school activities. A written assessment setting out the areas of risk identified and the school’s procedures for managing those risks is attached as an appendix to this statement.

 

  • The various procedures referred to in this Statement can be accessed via the school’s website, the DES website or will be made available on request by the school.

 

Note:  The above is not intended as an exhaustive list. Individual Boards of Management shall also include in this section such other procedures/measures that are of relevance to the school in question. 

     

  • This statement has been published on the school’s website and has been provided to all members of school personnel, the Parents’ Association (if any) and the patron. It is readily accessible to parents and guardians on request. A copy of this Statement will be made available to Tusla and the Department if requested. 

 

 

  • This Child Safeguarding Statement will be reviewed annually or as soon as practicable after there has been a material change in any matter to which this statement refers.

 

This Child Safeguarding Statement was adopted by the Board of Management on _________________ [date].

 

Signed: _________________________                   Signed: ____________________________

Chairperson of Board of Management                      Principal/Secretary to the Board of Management

 

     

Date:     __________________________                 Date:    __________________­­­­­­­_

 

Template 3: Checklist for Review of the Child Safeguarding Statement

 

The Child Protection Procedures for Primary and Post-Primary Schools 2017 require the Board of Management must undertake a review of its Child Safeguarding Statement and that the following checklist shall be used for this purpose. The review must be completed every year or as soon as practicable after there has been a material change in any matter to which the Child Safeguarding Statement refers.  Undertaking an annual review will also ensure that a school also meets its statutory obligation under section 11(8) of the Children First Act 2015, to review its Child Safeguarding Statement every two years.  

 

The checklist is designed as an aid to conducting this review and is not intended as an exhaustive list of the issues to be considered. Individual Boards of Management shall include other items in the checklist that are of relevance to the school in question.

 

As part of the overall review process, Boards of Management should also assess relevant school policies, procedures, practices and activities vis a vis their adherence to the principles of best practice in child protection and welfare as set out in the school’s Child Safeguarding Statement, the Children First Act 2015 and the Child Protection Procedures for Primary and Post-Primary Schools 2017.

 

 

Yes/No

  1. Has the Board formally adopted a Child Safeguarding Statement in accordance with the ‘Child Protection Procedures for Primary and Post Primary Schools 2017’?

 

  1. As part of the school’s Child Safeguarding Statement, has the Board formally adopted, without modification, the ‘Child Protection Procedures for Primary and Post Primary Schools 2017’’?

 

  1. Does the school’s Child Safeguarding Statement include a written assessment of risk as required under the Children First Act 2015?

 

  1. Has the Board reviewed and updated where necessary the written assessment of risk as part of this overall review?

 

  1. Has the DLP attended available child protection training?

 

  1. Has the Deputy DLP attended available child protection training?

 

  1. Have any members of the Board attended child protection training?

 

  1. Are there both a DLP and a Deputy DLP currently appointed?

 

  1. Are the relevant contact details (Tusla and An Garda Síochána) to hand?

 

  1. Has the Board arrangements in place to communicate the school’s Child Safeguarding Statement to new school personnel?

 

  1. Is the Board satisfied that all school personnel have been made aware of their responsibilities under the ‘Child Protection Procedures for Primary and Post Primary Schools 2017’ and the Children First Act 2015?

 

  1. Has the Board received a Principal’s Child Protection Oversight Report at each Board meeting held since the last review was undertaken?

 

  1. Since the Board’s last review, was the Board informed of any child protection reports made to Tusla/An Garda Síochána by the DLP?

 

  1. Since the Board’s last review, was the Board informed of any cases where the DLP sought advice from Tusla/and as a result of this advice, no report to the HSE was made?

 

  1. Since the Board’s last review, was the Board informed of any cases where an allegation of abuse or neglect was made against any member of school personnel?

 

  1. Has the Board been provided with and reviewed all documents relevant to the Principal’s Child Protection Oversight Report?

 

  1. Is the Board satisfied that the child protection procedures in relation to the making of reports to Tusla/An Garda Síochána were appropriately followed in each case reviewed?

 

  1. Is the Board satisfied that, since the last review, all appropriate actions are being or have been taken in respect of any member of school personnel against whom an allegation of abuse or neglect has been made?*

 

  1. Were child protection matters reported to the Board appropriately recorded in the Board minutes?

 

  1. Is the Board satisfied that all records relating to child protection are appropriately filed and stored securely?

 

  1. Has the Board been notified by any parent in relation to that parent not receiving the standard notification required under section 5.6  of the ‘Child Protection Procedures for Primary and Post Primary Schools 2017’

 

  1. In relation to any cases identified at question 21 above, has the Board ensured that any notifications required section 5.6 of the ‘Child Protection Procedures for Primary and Post Primary Schools 2017’ were subsequently issued by the DLP?

 

  1. Has the Board ensured that the Parents’ Association (if any), has been provided with the school’s Child Safeguarding Statement?

 

  1. Has the Board ensured that the patron has been provided with the school’s Child Safeguarding Statement?

 

  1. Has the Board ensured that the school’s Child Safeguarding Statement is available to parents on request?

 

  1. Has the Board ensured that the Stay Safe programme is implemented in full in the school? (applies to primary schools)

 

  1. Has the Board ensured that the Wellbeing Programme for Junior Cycle students is implemented in full in the school? (applies to post- primary schools)

 

  1. Has the Board ensured that the SPHE curriculum is implemented in full in the school?

 

  1. Is the Board satisfied that the statutory requirements for Garda Vetting have been met in respect of all school personnel (employees and volunteers)? *

 

  1. Is the Board satisfied that the Department’s requirements in relation to the provision of a child protection related statutory declaration and associated form of undertaking have been met in respect of persons appointed to teaching and non-teaching positions?*

 

  1. Is the Board satisfied that, from a child protection perspective, thorough recruitment and selection procedures are applied by the school in relation to all school personnel (employees and volunteers)?*

 

  1. Has the Board considered and addressed any complaints or suggestions for improvements regarding the school’s Child Safeguarding Statement?

 

  1. Has the Board sought the feedback of parents in relation to the school’s compliance with the requirements of the child safeguarding requirements of the ‘Child Protection Procedures for Primary and Post Primary Schools 2017’

 

  1. Has the Board sought the feedback of pupils in relation to the school’s child safeguarding arrangements?

 

  1. Is the Board satisfied that the ‘Child Protection Procedures for Primary and Post Primary Schools 2017’ are being fully and adequately implemented by the school?

 

  1. Has the Board identified any aspects of the school’s Child Safeguarding Statement and/or its implementation that require further improvement?

 

  1. Has the Board put in place an action plan containing appropriate timelines to address those aspects of the school’s Child Safeguarding Statement and/or its implementation that have been identified as requiring further improvement ?

 

  1. Has the Board ensured that any areas for improvement that that were identified in any previous review of the school’s Child Safeguarding Statement have been adequately addressed?

 

 

*In schools where the ETB is the employer the responsibility for meeting the employer’s requirements rests with the ETB concerned. In such cases, this question should be completed following consultation with the ETB.

 

 

Signed _____________________________________ Date ________________

 

 

Chairperson, Board of Management

 

 

Signed _____________________________________ Date ________________

 

Principal/Secretary to the Board of Management

 

 

Template 4: Notification regarding the Board of Management’s review of    the Child Safeguarding Statement

 

 

To:_____________________________________

 

 

The Board of Management of ____________________ wishes to inform you that:

 

  • The Board of Management’s annual review of the school’s Child Safeguarding Statement was completed at the Board meeting of _______________ [date].

 

  • This review was conducted in accordance with the “Checklist for Review of the Child Safeguarding Statement” published on the Department’s ‘website www.education.ie

 

 

Signed _____________________________________ Date ________________

 

 

Chairperson, Board of Management

 

 

Signed _____________________________________ Date ________________

 

Principal/Secretary to the Board of Management

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ORGANISATIONAL IMPLICATIONS & CONSIDERATIONS IN SUPPORT OF THE

Greenhills Community College

CHILD SAFEGUARDING STATEMENT:

In accordance with the Child Safe guarding Statement of Greenhills Community College, we recognises that the protection and welfare of children is of paramount importance. We are committed to ensuring that the students in our care are kept safe, at all times. Accordingly, in relation to many aspects of school life and activities we have adopted procedures and practices which have due regard to this responsibility

 

Supervision:

Every effort will be made to ensure that there is comprehensive supervision of students in the mornings from 8:30am to class at 9:00am, at small break, during lunch time and from 4pm (1:10 on Wednesday and 3:20pm on Friday) until the students vacate the premises.

The roster of staff on duty is displayed in the staff room.

Teachers will ensure that the students are always supervised during outdoor lunch duty

During yard time students do not to leave the school grounds or engage with any other adults at this time (with the exception of 5th and 6th year, their parents are aware they go out, if students wish to stay in they will be supervised)

Students are not permitted to spend lunch in the classrooms unless there is a teacher supervising them.

Visitors:

All scheduled and unscheduled visitors to the school are requested to check in at reception and if entering past reception they must sign the visitors book.

Staff on duty outside or inside will be aware of visitors entering the school and will ascertain their intentions immediately.

Bullying:

In Greenhills Community College bullying behaviour will be addressed under our Anti-Bullying policy. If the behaviour involved is of a sexualised nature or regarded as being particularly abusive then the matter will be referred to the DLP.


 

Behaviour:

Students are to be encouraged to socialise co-operatively and to show respect for themselves and others. At all times we emphasise Respect and Positive Behaviour among our students. The schools Code of Positive Behaviour is referred to on a regular basis. It is available on the college website and in the student journal and teacher registration books.

Going to the Toilet

The student toilets are open daily as follows:

  • 8:30 to 9:00am
  • 11:10am to 11:20am (11:00am to 11:10am Wednesday)
  • 1:20pm to 2pm
  • 4pm to 5pm

It is school policy that only one student is permitted to enter a toilet cubicle area at a time. Students who need to use the toilet (outside of the listed times) must have a note in their journal in the relevant section.

During break and lunch time the teacher on duty will be nearby to supervise that there is no inappropriate behaviour in the toilets.

(A) If a child wets themselves during the day the Principal/Deputy Principal/Year Head will allow the student to change into dry clothes if they have them with them. Otherwise the student will have to wait in the sick bay until collected by a parent. In either situation the parent/guardian will be contacted.

(B) If a child soils themselves in school and requires assistance. In the unlikely event of failing to make contact staff will follow the procedures as for (A) above. All accidents of this nature will be reported to parents/guardians.

Greenhills Community College, recognises that the supervision of students in changing rooms and shower areas requires a special sensitivity.

In general, staff will remain outside changing area, while maintaining a supervisory presence.

Staff will only enter changing area for emergency or disciplinary reasons. The staff member will announce loudly that they are about to enter the room. As far as reasonably possible, the member of staff will only enter if the room with another member of staff.

PE and Changing Rooms

Students are required to hand up their journals at the start of the class and collect them at the end of class. 

In general, staff will remain outside changing area, while maintaining a supervisory presence.

Staff will only enter changing area for emergency or disciplinary reasons. The staff member will announce loudly that they are about to enter the room. As far as reasonably possible, the member of staff will only enter if the room with another member of staff

 

Students are taught that changing rooms and toilets are safe places and the use of recording or mobile devices is strictly forbidden eg phone, IPad, tablet. 

 

Valuables locked away safely. 

 

Students are taught to respect all students and members of staff. 

 

Students are required to report any incidents, issues, injuries or illness immediately to teacher or SNA. 

 

  1. E. gear and suitable footwear essential. 

 

Students are required to follow teacher and SNA instructions at all times. 

 

Students must have permission to go upstairs in the sports hall

 

Students are advised to eat adequate food before class & stay hydrated during class. 

Staff Cars:

As far as reasonably possible, students will not be transported in staff cars.

In particular circumstances when it is necessary to transport a student in a staff car, a student will never be alone with a teacher.

A teacher will always be accompanied by another staff member (eg, teacher, secretary, SNA, care taker).

One of the staff members should be of the same gender as the student- where possible.

In the event of an adult being unavailable, two other students will accompany the teacher, in addition to the student necessitating transport.

Induction of Teachers, PME teachers and Ancillary Staff:

It is the responsibility of the Principal to inform all new teachers and ancillary staff of the new Child protection procedures and provide them with a copy of our Safeguarding Statement.

 

 

Attendance:

School attendance is monitored carefully through VSware. When a teacher is concerned about attendance the parents will be notified or called into the school. Parents are notified by text any time their son is absent.

We will also monitor non-attendance in correlation with signs of neglect/physical/emotional abuse. The NEWB will be informed of any concerns relating to a child’s attendance. Children who miss 20 days or more will be reported to the NEWB in accordance with legislation.

One-to One Teaching:

Parent(s) and guardian(s) will be notified in writing of the fact that it is proposed to offer a student one-to-one teaching on a regular basis and parental consent will be obtained in writing before the commencement of such teaching

In circumstances where a student is taught in a one-to-one situation, it will be the policy of Greenhills Community College, that the student will be visible to others at all times.

Students will be taught in rooms where the staff member and pupil will be visible through a glass panelled door and the door will remain open & unobstructed.

Privacy can be provided but the adult should be visible always

Glass panels should never be covered

Doors should never be locked

Parent(s) and guardian(s) will be informed of the school’s procedures in relation to child protection as it applies to one-to-one teaching.

A copy of the timetable of 1:1 teaching will be given to the Principal/Deputy Principal and Year Head.

Work being carried out by SNA’s for a subject teacher in support of a student will be carried out under the direction of the class teacher and in an open environment if they are to leave the classroom e.g. for students who may experience severe anxiety.

Never detain a student alone in an isolated part of the school; if there is a discipline issue bring him to the Deputy Principals/Year Heads office.

One-to-One Meetings

One-to-one meetings of a routine nature will take place in public areas (eg, corridors, leisure area, GPA), where the student will be visible to others, at all times.

Should a one-to-one meeting require privacy, such a meeting will take place in a room where the window is unobstructed. The student’s exit route from the room will never be obstructed and the door will never be locked.

Guest Speakers

All guest speakers will report to the school office and will be met by the teacher/students who has extended the invitation.

A guest speaker will never be left alone with a group of students. For all presentations, talks, workshops the timetabled teacher or assigned supervising teacher will remain present and will not leave the room until the next timetabled teacher presents or supervising teacher arrives.

Practice and Procedures Relating to Overnight Trips

The permission of the Principal will be obtained before the organisation of any overnight trip.

Guidelines provided by DDLETB will be followed at all times.

Written permission of parent(s) and guardian(s) will be obtained, in advance, by the organising teacher for all overnight trips.

Parent(s) and guardian(s) will be requested to furnish any relevant information relating to a student’s medical condition in advance of a proposed overnight trip.

Emergency contact details of parent(s) and guardian(s) will be provided by parent(s) and guardian(s) to the organising teacher in advance of the overnight trip.

A copy of such details and particulars of the trip will be given to the Principal by the organising teacher.

In respect of overnight accommodation, adults will not share rooms with students.

If exceptional or emergency circumstances require the presence of an adult in a bed room occupied by students, there must be more than one student in the room at all times.

Intimate Care:

If any child in our school requires intimate care the procedures involved in such care will be agreed in consultation with the pupil, their parents/guardians and any other personnel involved in the care of the pupil, in keeping with best practice and keeping the best interests of the child to the fore and with due consideration to maintaining the child’s personal dignity.

Such procedures, when agreed will be communicated to all parties involved and recorded.


 

Greenhills School Completion Programme: Child Safeguarding Procedures

The Management Committee of the Greenhills School Completion Programme (Greenhills SCP) recognises that child protection and welfare considerations permeate all aspects of SCP and must be reflected in all of its policies, practices and activities.

 

With child safeguarding in mind, the following considerations and procedures have been put in place with regard to the interventions and activities that Greenhills SCP delivers in Greenhills Community College.

 

The Designated Liaison Person (DLP) of Greenhills SCP is the local Principal within each of the three schools involved in Greenhills School Completion Programme:- Greenhills Community College, Holy Spirit Senior and Holy Spirit Primary schools.  However, in situations where the Principal as DLP or the Deputy DLP are not on the premises or contactable when an incident occurs, a concern is raised or a disclosure is made, the SCP Co-ordinator will act as Designated Liaison Person and report immediately to the DLP or the Deputy DLP of that school.  Clare Mercier is the Local SCP Co-ordinator and will act accordingly as documented above regarding child protection concerns.

 

The Designated Liaison Person in Greenhills Community College is Ann Bray. 

                The Deputy Designated Liaison Person in Greenhills Community College is Noirin Lannon.

 

At each Local Management Committee meeting the DLP of Greenhills School Completion Programme shall state the number of reports made to TUSLA by the DLP since the last Management Committee meeting.  The DLP of Greenhills Community College will also state the number of cases, since the last management committee meeting, where the DLP sought advice from TUSLA and as a result of this advice, no report was made.

 

SCP Interventions and Activities in Greenhills Community College

 

  • Greenhills School Completion Programme will ensure that staff employed by Greenhills SCP are Garda vetted before taking up employment. Volunteer staff will also be Garda vetted.
  • Students participating in Breakfast Club and Lunchtime Clubs etc. will be supervised by 2 staff, at all times.
  • There will be a ratio of 1 adult to 8 students for Summer Camp and SCP field trips.
  • Where swimming activities take place, all staff involved will ensure that students are appropriately supervised while in the changing area and in the pool/swimming area.
  • With regard to Breakfast and Cookery clubs, staff must ensure that all food products are stored safely and handled hygienically. Students must be supervised when using sharp utensils, e.g. knives, scissors etc.  All equipment must be cleaned and stored safely at the end of each cookery session.
  • All students participating in SCP interventions will only do so following the receipt of signed permission slips by parents / guardians.
  • An attendance register will be kept in relation to all SCP interventions.
  • SCP staff will avoid being alone with a student where possible, and where this is unavoidable, doors should be left open or there should be a clear glass panel in the door.
  • Students attending therapeutic interventions will have had prior written consent from a parent or guardian. Therapeutic interventions will take place in a designated room within Greenhills Community College.  While confidentiality needs to be maintained during these sessions, all efforts to ensure easy visibility from outside the room should be put in place, particularly during one to one sessions. 
  • If a member of staff needs to talk separately to a student during an intervention, this should be done in an open environment, in view of others.
  • The unauthorised use of mobile phones and cameras, including camera phones is prohibited during SCP activities.
  • Parental permission will be sought before taking any photos of students participating in SCP interventions and activities.
  • Staff will have access to contact numbers for parents/guardians of the children attending the SCP activity they are supervising.
  • Audio or video recordings are not permitted during SCP activities.
  • Staff involved in SCP interventions and activities will not use their cars to transport students.

 

Dissemination of the Child Protection policy

The Management Committee of Greenhills School Completion Programme will provide a copy of the Child Safeguarding Statement to:

 

  • All SCP project personnel.
  • All school boards of management where Greenhills School Completion Programme staff are working
  • Member of Greenhills SCP Local Management Committee

A copy of the policy will be made available to the DCYA and TUSLA if requested.

The Child Safeguarding Statement for Greenhills SCP will be reviewed annually by the Local Management Committee of Greenhills School Completion Programme.

 

 

 

 

 

 

 

School Trips Policy 2017

 

Introduction

It is school policy to organise for the benefit of students when this is deemed appropriate by the teaching staff, in consultation with the Principal.  The College recognise the benefits of outings to complement normal school work, for educational or sporting purposes.

Some trips are organised as part of the course to be followed in a subject area.  Other outings and trips are additional to the curriculum and are not deemed a core activity.

The lengths of trips, outings and trips may vary from short local visit to a longer trip involving staying away for several days.

College trips, outings and tours area privilege reserved for students who meet minimum standards of behaviour while at school.  Students who do not meet minimum standards of behaviour, as decided by the Principal, may be refused permission to participate in a school outing.  The Principal reserves the right to disallow a student from participation in a school trip if, in his/her opinion, the health or safety of the student or other students or teachers is at risk.

All school rules and all school policies apply while on school trips.  In particular, parents and students should be aware that permission to travel on a College related activity is conditional on strict adherence to the Code of Behaviour[1]     

All students selected for sports teams and who travel as part of a class group represent Greenhills Community College.  The highest standards of behaviour and conduct are expected as a matter of course.

Procedures

In general, written permission is required from a parent/guardian of a student before they may go on a trip. It is understood that students who play a part of a team representing Greenhills Community College have on-going parental permission to travel to all away matches.

Parents should be aware of the tradition of support for school teams that the College wishes to promote.  Pupils are encouraged to support teams at fixtures at home or away that might be arranged at short notice.  It is understood that pupils who sign up to support a team playing either in the College or travelling to an away match will have secured parental permission beforehand.  Parents who do not accept this arrangement should inform the College at the start of the academic year.  While every effort will be made to adhere to arranged times on trips, in particular the arrival time back at the College, the College cannot guarantee such times, for example where circumstances arise which are outside the control of staff involved.

 

Special Needs, Medical Issues and Dietary Requirements

It is the responsibility of parents/guardians to ensure that the organiser of any trip is aware of any special needs, medical or dietary issues.  Such information that has been given to College medical staff is not passed to trip organisers as a matter of routine. 

Supervision

The number of staff which accompanies a group will be influenced by a number of factors including:

  • The number of students travelling
  • The age of the students
  • The destination of the trip
  • Additional supervision which may be provided at the trip destination
  • The division of students into smaller groups with each requiring supervision
  • The type of transport to be used

Certain trips facilitate shopping or recreation which may not directly supervised.  This situation will usually arise for senior students and will be indicated on the permission slip, itinerary or information letter sent to parents/guardians.

The College expects that all students travelling on an extended tour will display a level of maturity commensurate with their age.  Students on trips which involve an overnight stay in Ireland or abroad will not be supervised on a 24 hour basis and all extended school tours will involve periods of time without direct supervision.  Parents who are concerned that such a level of supervision is inappropriate should not permit their son to take part in such trips.

School Tours Abroad/Exchanges/Overnight Trips

In general, overnight trips/tours occur in addition to the normal academic and extra-curricular programmes of the College.  There is normally an additional charge.

Students, who withdraw from the trip after a deposit, or full monies, has been paid, will not be entitled to a refund.  Similarly, a student who is prevented from travelling for disciplinary or safety reasons will not be entitled to a refund. 

It is the responsibility of parents/guardians in conjunction with students to ensure that all documents necessary for travel abroad (eg passport, identity card) are up to date and in order.  The College will not take responsibility for a student whose personal documentation is not in order and who is prevented from travelling abroad as a result.

Parents/guardians will receive a written overview/itinerary of overnight trips and will be required to give written consent to their son taking part on the trip.  It will be the responsibility of parents/guardians to ensure that the organiser of a trip is aware of any special needs, medical or dietary issues.  Students will be informed, prior to going on the trip that College rules apply on trips.

The Code of Behaviour

Parents and pupils should be aware that the Code of Behaviour[2] applies on all school trips.  The Code of Behaviour states clearly that the possession, use, supply or nay involvement with illegal drugs, dangerous objects, alcohol, or tobacco is seen as an extremely serious offence likely to lead to prolonged suspension or expulsion.  In particular, pupils and parents should note that the Board of Management reserves the right to remove from the school register any student who has possession of dangerous objects, weapons or harmful substances while on a school trip of any kind.

Health and Safety

Health and safety of students and supervision is a priority when organising and taking a College trip or tour.  Teachers taking any trip will exercise due care, common sense and judgement of health and safety arises.

Parents of students who have special needs, a medical condition, or who are on medication of any kind, should notify the teacher/s in charge of this and any medication being taken.

In case of an accident, staff will normally apply basic first aid only.  Expert medical attention will be sought should this be thought necessary.

On return from, or during, any trip staff may advise a parent/guardian to seek medical advice, should they deem this appropriate.

Where there is a serious accident occurs, staff will seek medical assistance as a first priority then inform the College.  Parents will be contacted as soon as possible by the College.

Greenhills Community College requires that all students are covered under the College insurance policy, and the College return details of all students to the insurers for this purpose.  Specific activities are excluded from this policy and Parents/Guardians may request to see these.

Day trips will not normally be covered by another insurance policy.  Additional insurance for longer trips will be organised by the College where considered appropriate. 

School phone mobile to brought out on tour.                                                                                                                  

[1] All parents and pupils have been sent a Copy of the College Code of Behaviour, acceptance of which is a condition of entry to Greenhills Community College.

[2] All parents and pupils have been sent a Copy of the College of Behaviour, acceptance of which is a condition of entry to Greenhills Community College.  Additional copies are available from the School Office

Special Educational Needs

To view a copy of the Greenhills Community College SEN Policy, please click here.

Wellbeing at Junior Cycle

To view a copy of the Greenhills Community College Wellbeing at Junior Cycle, please click here.